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Employer branding Job Mobility Corporate Solutions

QWL for employee retention.

QWL for employee retention

Too many companies neglect the well-being of their employees. They end up with a high turnover rate and recruitment costs that border on the heresy. Yet there are several simple and effective measures that can help them retain employees and even turn them into ambassadors for the company.

The finding

According to a study conducted by HEC, the turnover rate is close to 20% in companies involved in digital professions.

There are a number of reasons for this: 

  • Unhappiness at work
  • Work overload
  • Poor recognition of work done
  • Little opportunity for careerdevelopment
  • Lack of training
  • Too frequent periods of inactivity (between contracts)
  • Under-utilised skills
  • Wagestagnation

The above are some of the key points for consultants to feel good at work and stay there. It is therefore essential to look at the needs of employees. Some jobs are indeed (very) in demand.

Here are some of them: 

  • The IS architecture professions
  • The development professions
  • Big Data and IT security jobs

QWL is currently very much in vogue but not very concrete within companies. In other words, many talk about it but (too) few do it. 

Besides, what do we really put behind QWL? Table football, bright rooms, a chocolate and coffee fountain?

Without falling too much into a so-called "carefree" vision, nor claiming a vision of a "cynical" QWLHere are several areas for improvement aimed at better understanding and reacting to these problems of happiness in NSEs - IT services companies in particular.

Possible improvements

If we take up the reasons mentioned above, training resolves several frustrations felt by employees and motivates teams with defined career paths. The aim is for employees to feel useful and recognised in their jobs. 

Moreover, taking into account the personal life of employees allows for a better projection in the company in the long term.

Beyond the salary, the benefits of daily life are important: distance between the place of living and the place of work, a place in a crèche or help in finding a childminder... can really improve the quality of life at work and outside of work for employees!

In the context of professional mobility, an employee who is well established on a personal level is a serene employee, ready to invest in his or her missions.

Our customers have understood this and are talking about it: 

Delia TechnologiesDélia Technologies, located in Nantes, puts the importance of well-being in the workplace very much to the fore with a culture that is very much focused on the well-being of its employees. They also trust us with the support and installation of their new recruits. They are very satisfied!

Bertrand Charrier also cites us as "a tool that works to build employee loyalty" . Below is his feedback.

Switch up contributes to the improvement of the QWL by offering a concrete service. We enable new employees to settle in peacefully near their workplace thanks to our local ambassadors. They are experts in welcoming new employees and helping them find the right place to live. 

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Employer branding Job Mobility Business solutions Territories Tours

Success story: recruiting in Touraine

Success story: recruiting in Touraine

In order to recruit talent and retain employees via its employer brand, the location of the position is the second most important element that a candidate pays attention to in a job offer*. Indeed, the The quality of life offered by a territory is a determining factor in the decision process. As a result, quality of life at work rhymes with quality of life in the region.

With more than 7 out of 10 Parisians interested in a job outside the Ile-de-France **, it is becoming essential to combine employer branding and territorial marketing. Thus, the objective is common: attractiveness! The territory thus becomes an added value for the employer brand.

To be able to plan for a new place to live

But in concrete terms, what are the levers that are activated and what role does the territory play in the final decision of candidates? Even if the questions may be numerous, they fall into 11 different categories:

  • Firstly, we find the dynamism of employment.
  • There is also the quality of the environment.
  • The cost and quality of housing is a legitimate question for candidates.
  • An important criterion for choosing a place to live is the cost of living.
  • Next is the safety of goods and people.
  • Transport and traffic are also an issue.
  • On the other hand, many candidates are sensitive to the quality of the cultural offer.
  • We are also thinking about the capacity of health care provision. 
  • The quality of the educational offer is a condition for mobile families.
  • The sports offer can be a factor in the choice.
  • Finally, the associative fabric is an important element for some people in professional mobility.

Some criteria seem to be more important than others in order to promote the development of newcomers in their living environment.

The dynamism of employment is the main factor mentioned. Then comes the quality of the environment (sea, mountains, parks, forests, etc.). Next come financial considerations, such as the cost of housing and the cost of living.

There is a difficult balance to be struck between these different desires. Indeed, a strong dynamism in terms of employment, combined with an attractive environment, rarely goes hand in hand with a low cost of living.

Finally, at the bottom of the ranking, we find cultural, health, education and sports offers. In the latest study provided by Hello Work **, these appear to be less important for personal development.

"How can I find accommodation near my workplace? "Where can I find childcare for our baby? "Where to go out for a drink after work? "What are the possibilities for leisure activities and cultural outings to build up our network of friends?

Here is a sample of the questions François-Xavier H. must have asked himself when he contacted the platform Tours Loire Valley by Switch Up to be accompanied in his installation by one of our Touraine ambassadors when he joined the company a few days ago Plastivaloire.

Selfie of François-Xavier and Sybille

Are you moving to Touraine?

Switch Up will assist you in setting up your business in the Touraine area.
Let's go!

The territory: an important component of the employer brand

All these questions are legitimate for the candidate. The employer must not only care about them but also integrate them as an important component of the employer brand.

This is currently an argument that is rarely taken into account by companies located in medium-sized cities even though the location link can enable them to assert their identity. It can also enable them to meet the needs of candidates and employees already present.

Synergy is necessary to make the territorial offer an added value in the recruitment and retention process. It will be all the more effective if it relies on the strength of a local collective.

It is thus the whole territory encouraged by public institutions that makes it possible to make reception a strong axis of the attractiveness of the territory but also of the companies present locally! 

 

They talk about it in the territorial magazine: LE MAG TERRITORIAL N°71 (page 12)

WITH SWITCH UP, A NEW SERVICE to facilitate the installation on the territory…

At a time when people make the difference, technical innovation is being used to serve them locally.

The triptych Companies, Territories and Inhabitants finally finds a way to work jointly and concretely to make both industrial territories and the small towns of tomorrow shine! 

* According to a HelloWork study unveiled in December 2018: https://www.hellowork.com/enquete-recruteurs-candidats-2018/

https://www.hellowork.com/etude_mobilite_professionellle_regionsjob_parisjob_2020/ 

Categories
Employer branding Corporate Solutions Territories

How to attract talent to medium-sized cities?

How to attract talent to medium-sized cities?

  • Lauren Pinel

Do you want to bring talent to your region, but it sounds easier said than done? Start by targeting the talent, which will optimise your time and the cost of implementing your strategy. Then focus on key arguments that are representative of your territory. We explain it all to you.

Are medium-sized cities for everyone?

Not surprisingly, the answer is no. Some profiles will be even more reluctant to consider mobility or a change of life. Take the time to identify your targets, and then approach them.

♦ Locate
  • High income earners (48% of those earning 4500 euros or more) and those in the highest income brackets (43%), especially managers and company directors (52% and 47%), and also intermediate professions (47%).
  • Young people (67% of 18-24 year olds, 46% of 25-34 year olds) are by nature more mobile at this time of their lives and more likely to move than other age groups. source

If you have a well-detailed job offer aimed at these profiles, opt for an adapted approach. There are several solutions today, direct internal canvassing or the use of external service providers such as recruitment agencies or headhunters.

♦ Approach

To approach a talent, you need to know a little about your target, their interests and the best times/places to contact them. If this is not yet clear to you, download our guide to defining your personas.

Did you know that Switch Up has more than 250 ambassadors throughout France?

Discover their portrait

Medium-sized cities are a great argument for all

♦ Building on quality of life

Even if the criteria for quality of life are subjective, the following are often mentioned when discussing the advantages of moving to medium-sized cities. Firstly, the distance between the place of living and the place of work, allowing a reasonable commuting time. Secondly, the lower cost of property (buying or renting), which makes living at home more comfortable. A more serene and calm rhythm, with a reduced population density. Finally, time, which one could not afford in Paris or in the (very) big cities. 

♦ Build on the activity on site

To counter the prejudices we might have about a medium-sized city, highlight the cultural, social and commercial life. Having local shops, outdoor or indoor activities, cultural or sports activities... really makes a difference, especially if your target has lived in the metropolis.

♦ Focus on employment

Does your city have a strong economic base? Whether it's driven by large companies, medium-sized companies or the start-up ecosystem? There are jobs to be filled, the proof: you are recruiting.

Let's make an appointment!

Do you want to support your employees in their mobility?
Book your crénau with Cécile

Take advantage of the context

36% of managers say they would move to a small town if their company allowed them to telework several days a week". source

Are you recruiting? Do you offer flexibility in the organisation of working hours? After two confinements, urbanites are looking for accommodation in medium-sized towns, more human-sized, dynamic, but close to the big cities.

Put your company's assets forward and use your location to attract them. Who wouldn't dream of peace and quiet and a more comfortable life these days... So take advantage of it! 

Categories
Employer branding Press Corporate Solutions

Switch Up supports social plans

Switch Up launches a new offer to accompany social plans.

According to a report published by the DARES, the number of social plans is alarming. No less than 530 social plans were initiated between 1 March and 11 October 2020. The health crisis, which affects everyone, is pushing companies to rethink their strategies to avoid closing their doors. Behind this figure, more than 72,500 employees are concerned by redundancy plans (more than three times the number of last year). 
 

"The figures are at their highest" according to the Ministry of Labour, a cause for alarm but also for finding new concrete solutions. While a job protection plan is compulsory for more than 10 redundancies envisaged in a company with more than 50 employees, collective redundancies are also very present in SMEs. In companies with less than 10 employees, more than 3,000 people have been or are about to be made redundant.

Making geographical mobility a solution for employment.

In order to support companies in difficulty, Switch up has decided to offer a new service: support for departure by facilitating the mobility of employees. According to the study on "Geographical mobility of workers by the General Inspectorate of Finance" , this kind of action would allow a significant reduction in the unemployment rate.(1)

(1) "Calculating mismatch indicators in a world of high unemployment", Etienne Wasmer, November 2015.
♦ How does it work?
 
In short, Switch Up offers its mobility assistance platform and its network of Ambassadors to firms specialising in professional transitions and to companies. The objective is to improve the handling of their change of workplace. The employee and his or her family can then benefit from departure assistance in conjunction with the firm in charge of the professional transition but also from existing mobility assistance at local, national or European level.
 
Through the platform, the employee and his family can exchange with local Ambassadors trained and approved by Switch Up to discuss their future living environment and thus remove the obstacles, difficulties or anxieties that mobility can generate. When the job or training is found, he/she can benefit from personalised help for each person in the family on the subjects of housing, schooling, integration, administrative procedures and the employment of the accompanying spouse.

Let's make an appointment!

Do you want to support your employees in their mobility?
Book your crénau with Cécile
Categories
Employer branding Job Mobility Corporate Solutions

RHIZOME Sound Capsule

RHIZOME: What is HR Marketing?

When HR turns to marketing concepts - Territorial onboarding

  • Gabrielle Rodier

In order to respond to the challenges of talent scarcity and higher turnover rates, HR departments in organisations are turning to concepts from marketing. It is no longer a question of considering employees as "human resources" but as "customer employees", who choose to invest their skills in the organisation.

Rhizome startups share their expert views on HR Marketing in this capsule series.


Switch Up - the platform allowing newcomers to be helped in their arrival in a territory thanks to local inhabitants - talks about territorial onboarding which feeds the company's HR strategy.

Gabrielle, founder of Switch Up, gives her testimony.

HR marketing and territorial onboarding ?

In my opinion, HR Marketing corresponds to the implementation of a strategy that aims to present a positive and attractive image of the company to its current and future employees. This strategy is put in place thanks to a range of tools that HR departments will use to embody the company's values and culture through the employer brand.

Like any marketing strategy, HR departments will define objectives to be reached (a turnover rate, a number of applications, etc.) with a specific target (internal or external). 

"You don't sell a car or toothpaste like you sell a job in a company. Why not? Simply because on the one hand we are talking about a product and on the other hand we are talking about a human experience.

Gabrielle

However, the HR part makes a real difference in the marketing approach: the company has to be able to explain that these benefits have to be put forward in an honest and transparent way. Let me explain: If a toothpaste doesn't do what it was designed to do (clean teeth) it is unlikely to be bought back. However, if a job doesn't live up to its promises, it's much more risky for the employee, and when you touch people, the consequences are all the more important (from the candidate's point of view but also from the company's).

One of the areas that is not often used by companies in HR marketing is the territorial component: the geographical environment in which the company is located is often not emphasised or not at all. The company must also be able to talk about its territory and it is on this theme that Switch Up tries to bring its expertise. Switch Up enables companies to talk about their environment on a geographical level. In other words, our solution helps companies to highlight their location (territorial onboarding) as an important element of the jobs they offer. The geographical environment of the company is part of the conditions of employment and becomes a differentiating factor when this point is taken into account from the job advertisement to the onboarding period of the employee within the structure.

The aim is to make the employee fit into the geographical area where the company is located. This allows all companies to talk about their geographical location and to define who they are by showing that behind the term HR marketing, we are talking about people.

Categories
Candidate experience Professional mobility Preparing your mobility Company solutions

Mobility aids

Support for geographical mobility

  • Lauren Pinel

90% of the recruiters questioned (in a study carried out among recruitment agencies) are not aware of mobility aids. However, there are severalthat, for a small effort/cost on your part, will enable you to build a real link with your clients to support them on the subject of employer branding and to build with them a link between the candidate path and the employee experience in the Onboarding period. 

1. How to help mobile applicants?

There are bonuses paid directly to the future employee when it comes to financing a move, whether through the CAF, Pôle emploi or Action Logement. Some bonuses finance family removals, others reward a change of accommodation close to the workplace and others support the recruitment interview phase by financing professional services.

♦ For those seeking accommodation.

Moving to a new life is often frightening, especially when you don't know the area or the price per square metre. Everyone wants to be in the right neighbourhood, not too far from everything and with good access. To achieve this, it is essential to get in touch with local ambassadors.

You can request the help of our local experts to accompany your candidates in their search for accommodation. From the design of the specifications to the start of the accommodation, the service can be financed by Action Logement. A great way to start a good relationship, add a concrete element to your employee experience and improve your Employer Brand at no cost.

♦ For the one coming from abroad.

In addition to a total lack of knowledge of French culture, the language barrier often adds to the difficulties of settling in. And if one imagines that the candidate is not alone in this project, this complicates things further. 

Offer your candidates support solutions at the best price on multiple services (from housing to administrative matters, including the integration of the family on a social and professional/school level). Our platform allows you to apply for aid that may exist on this point at European level (via EURES): language courses or administrative procedures, there is specific aid at European level.

Let's make an appointment!

Do you want to support your employees in their mobility?
Book your crénau with Cécile

Survey of 50 recruitment agencies conducted in August/September 2020:

2. Why set up coaching for its candidates?

The main reason is that it greatly improves their candidate experience, followed by the fact that it makes it easier for you to hunt for candidates further afield, outside the company's employment area. Finally, it allows you to provide additional services to the companies that use your firm's services.

As far as the candidate experience is concerned, accompanying your candidates literally "to the end" of the process by allowing them to be accompanied in their search for accommodation can only strengthen it and make your firm an expert in recruitment, the candidate experience and the on-boarding process.

♦ How can this be done in practice?

Before becoming a Switch Up partner, we suggest you test our solutions.

Switch Up offers you a test phase in order to try the solution for free. It also offers you the benefit of its expertise in assessing the mobility of your candidates through simple and effective methods.

Finally, the Switch Up solution allows you to monitor your candidates on a daily basis from the moment they are installed, so that you can keep in step with your clients and reassure them that their employees are being properly looked after.

Let's make an appointment!

Do you want to support your employees in their mobility?
Book your crénau with Cécile

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